INTERVIEWING AND AUDITIONING AREN'T SO DIFFERENT. LEARN HOW ACTING TECHNIQUES CAN HELP YOU ACE YOUR INTERVIEW.

While pursuing my passion for acting, I've had to constantly face a situation feared by most actors: the audition. In order to be successful, actors audition a lot; often anywhere from once a week to multiple times a day. Just like with interviewing, auditioning is often terrifying the first several times, and then it becomes (a little) less intimidating. You learn how to present your best self under intense pressure and constant competition. Auditioning takes diligent preparation, battling nerves and dealing with rejection – the same things job seekers experience when going in for an interview.

Due to the similarities between auditioning and interviewing, you could perhaps learn a thing or two about preparing for an interview from a seasoned actor. That's why we chatted with Aaron Walters, a CareerBuilder employee who has more than 15 years of experience in theater, television, radio and film (he recently was featured on Season one of "Chicago P.D." and appeared in a national ad campaign for Bud Light). Here's what he had to say about the parallels between auditioning and interviewing, along with my takeaways for applying acting technique to the job search.

CB: How has auditioning prepared you to deliver an effective interview?AW: I think that auditioning forces you to think on your feet, because you're never sure what the outcome will be – especially if you're paired with a complete stranger (which is usually the case). Don't get tripped up by your interviewer's questions or reactions, just as you wouldn't by your scene partner's choices. Remain in the moment, so you don't become stuck within your own narrative in an interview. Simply put, in an audition or interview you must listen and respond. Your potential employer may be vetting for additional positions besides the one you're interviewing for, so be prepared to pick up on potential cues.

Takeaway: Listen to the interviewer. Respond in the moment to what the interviewer is giving you – if you become nervous you'll shut down and won't hear a word. You may be missing important information that you can refer back to or relay your insight on during the interview.

CB: What are some acting-based classes a job candidate might take to improve their interviewing skills?AW: I would 100 percent suggest taking an on-camera course. You learn a significant amount about your natural tendencies in regards to body language, etc. Stuff that frankly may not be the easiest to look at. Suddenly you realize your voice is not as cool as you thought it was in your head, but being aware of how you're selling yourself in an interview or an audition is a crucial first step.

Takeaway: Self-awareness is key. When you see yourself in play-black mode, you can learn so much about how others may perceive you. Take a class with a group, instead of just preparing within the vacuum of your own living room, so you can receive honest feedback on how you're presenting yourself. The camera does not lie and will accurately reflect your posture, the confidence of your voice, your physical habits, etc. All of these tendencies can positively or negatively impact an interview.

CB: What parallels have you found between interviewing and auditioning?AW: One parallel that definitely exists in auditioning or interviewing is that the only obstacle standing in your way of being successful is yourself. There's no one actively rooting against you to not get the job or land the part … it's actually quite the opposite. In most of my experiences, I felt potentially able to make the day of the person across the table. This is true whether it's a casting director or a prospective employer. They may be exhausted of looking for the perfect candidate as much as you are in the job search. They want you to succeed.

Takeaway: Alter your perspective for the better. The way that you perceive yourself in an interview setting is tantamount to success. If you walk into an interview scenario not ready to put your best foot forward, the interview may be over before you answer the first question. Convince yourself that your specific skills are going to benefit the hiring manager. In many cases your opinion of yourself will influence the interviewer's perception of you. Don't be overconfident, but assert your value confidently.

Biggest demand is in prenatal genetics

National Society of Genetic Counselors
Genetic counseling is one of the fastest growing professions in the
market today. However, many people don't know what exactly genetic
counseling is, or why it's experiencing such growth. According to the
National Society of Genetic Counselors website, genetic counseling is:
"the process of helping people understand and adapt to the medical,
psychological and familial implications of genetic contributions to
disease."

This includes responsibilities like:

· Interpretation of family and medical histories to assess the chance of disease occurrence or recurrence.
· Education about inheritance, testing, management, prevention, resources and research.
· Counseling to promote informed choices and adaptation to the risk or condition.

What kind of person do you need to be to get into this field?

Genetic counseling is a field of science, and you should be prepared to
perform rigorous scientific studies. If you don't like science, it's
probably not for you. It requires a Master in Science degree, which can
be earned from one of 31 accredited programs in the United States. A
research project, or thesis, needs to be completed to attain the degree
as well.

Yet genetic counseling also requires strong interpersonal skills. Most
of the time, future genetic counselors are required to shadow a licensed
genetic counselor to get a sense of how they'll be interacting with
patients. Again, even though this is a science degree, genetic
counselors are highly focused on their interactions with patients. It's
not just about getting the information to patients -- it's also how
you're delivering the information.

What are the roles these genetic counselors will play?

With medical technology advancing at such a rapid pace, and the focus on
healthcare stronger than ever, it's easy to see why people would need
genetic counselors. Jennifer Malone Hoskovec, President for the National
Society of Genetic Counselors, sees the field growing for a number of
reasons. Typically only used in pre-natal or pediatric settings, she
believes the field will grow exponentially with the increased knowledge
of genetics.

"I see genetics in general as being a sub specialty of every specialty
of medicine," she told AOL Jobs. "I see them going off into eye
disorders, neurology, partnering with physicians across the health
spectrum."

But the growth will probably not stop there. As genetic testing becomes
more powerful and more accurate, genetic counselors may have to guide
other areas.

"There's an emerging role for genetic counselors
in policy and insurance," she says. "How do we write policy on genetic
tests? They're very expensive, and knowledge helps. Policy, healthcare
insurance healthcare, have very specific knowledge, and I see genetic
counseling infiltrating different fields."

As the technology advances, and becomes a more prevalent indicator of
risks for disorders, genetic counselors will have to be trusted to
advise us on our best moves.

"We are learning so much more about the genetic basis of disease,"
Hoskovec says. "Historically, we knew more about rare disorders. Now, we
know more about common disorders and genetic disorders. With emerging
technology we need people who can translate."

College-bound students take notes.

New data from College Scorecard, a website created by the US Department of Education
that compares colleges and universities in a number of categories,
reveals the median salary earned by graduates 10 years after attending
their alma maters.

It's important to note that College Scorecard
analyzed earnings data of students who received federal financial aid.
We narrowed the list of schools down further to only include those with
graduation rates of 85% or higher to ensure we were looking at
degree-earning graduates.

Perennial favorites like MIT, Harvard, and Stanford top the list.
Perhaps more surprising, schools like Massachusetts-based Babson College
(No. 3) and liberal-arts school Lafayette College (No. 18) also rank
highly. Meanwhile, the high-paying fields of business and engineering
are among the most popular courses of study at these schools.

It's quite intriguing.

Employees in the early stages of their careers want to be taught new
skills, and they want to maintain those skills with continuing
education.

A new survey by Robert Half Finance & Accounting
has found that entry-level and mid-level employees are more focused on
building new skills than their bosses. The company collected online
responses from more than 2,500 finance and accounting professionals in
the US.

According to the survey, 64% of finance and accounting professionals
said the "chance to gain new skills is a critical consideration when
making a career move."

Half of respondents also reported that they were very concerned about
keeping their skills current over the next few years, while 38% said
they were only "somewhat concerned" about the same level of skill
building.

The company's research discovered that a higher value is placed on
learning and keeping skills current for those employees who are still
early in their careers.

When evaluating a new job opportunity, how important is the ability to gain new skills in that role?

Photo Credit: Business Insider

How concerned are you about keeping your skills current in the next three to five years?

Photo Credit: Business Insider

According to Paul McDonald, senior executive director for Robert Half,
"Workers at every career stage want to keep their skills both current
and relevant. In today's competitive hiring market, a robust
professional development program can be an appealing benefit to would-be
new hires."

McDonald points out that training programs also are a powerful retention
tool. "Our company's research has found a lack of advancement
opportunities is a top reason good employees quit, trailing only
inadequate compensation," he said. "A company's best performers are
often the first to leave if their employer does not provide ample
training and development to help them grow professionally."

Since CFOs and other members of upper-level management have already
built useful skill-sets needed to perform their jobs, it does make sense
that their employees would be more eager to learn those same skills in
order to quickly advance their careers.

Here's how to make sure you keep the spark alive during working hours.

It may seem like job burnout is only prevalent in workers in the mid-to-late stages of their careers.
That isn't the case, however. Burnout specialist Ben Fanning says it's becoming more likely that you will reach a point of burnout at an earlier stage in your career.
Luckily, he says it's avoidable if you're aware of the habits of workers who are suffering from job burnout.

Your ultimate guide on what NOT to say on your first day.

What you say during your first day on the job can mean the difference
between a lasting relationship with your new employer or a dash in the
pan for your career.

"If you say something that's off, it sets the tone, and that could be
the reason for you to be let go in your first three months," says J.T.
O'Donnell, a career and workplace expert, founder of career advice site,
CAREEREALISM.com, and author of "Careerealism: The Smart Approach to a Satisfying Career."

"It's natural to want to be liked — to impress and fit in quickly,"
explains workplace confidence expert Michelle Kerrigan. "However, many
try too hard, and talk too much when they should be listening."

1) "At my last company..." or "In my last job..."
No one likes a know-it-all.

Rosalinda Oropeza Randall, etiquette and civility expert and author of "Don't Burp in the Boardroom,"
suggests walking into the new job with energy, but she also recommends a
splash of humility. "Not the timid, reserved definition, but with an
attitude of learning — not knowing-it-all."

2) "When do I get a raise?"
"How about getting through the ninety-day probationary period first," Randall suggests.

3) "BTW, I have to leave early on Fridays."

"If you hadn't talked about that prior to joining, landing in the
new job and suddenly dropping these kinds of bombs on them really shows a
lack of communication and respect on your part," O'Donnell says.

"They're expecting you to just come in and be there and be present, be eager, be ready and willing to learn."

4) "Who should I meet and who should I avoid around here?"

A question like this is basically asking coworkers to gossip —
that's a career killer, Randall says. And one person's beef with another
coworker is their business only and could have developed over matters
you have no idea about.

"Take time to meet and engage in small talk with each person in your department," Randall suggests. "Judge for yourself."

5) That's not how I learned how to do it."
Keep the conversation positive, O'Donnell advises. Employers don't want
to hear what you can't do —they want to hear that you are open-minded
and ready to learn to do it their way.

"That can sometimes slip out because people want to be able to show
their expertise and they think, 'That's why I got hired,'" O'Donnell
explains. "But if you don't frame it properly, it can really sound
negative and critical of the organization that's just hired you."

6) "What's the holiday party like? Do we get bonuses or a ham or something?"
"You are the ham," Randall says. "Why don't you just wait and see when
holiday time rolls around. By the way, what will you do if you go home
empty-handed?"

7) "What d'ya have to do around here to get an upgrade on this company phone?"
If your company phone isn't the newest or shiniest, chances are your
coworkers' aren't either. Asking for an upgrade will undoubtedly
alienate some people who will question if you think you deserve it more.

"Learn to deal with what you are given. If the company is
technology-deficient, has older desks, chairs, or office décor, don't
allow or use it to determine how you get the job done," Randall says.

8) "That makes no sense."
You may come across a way of doing things in your new company that you
don't understand or agree with, but framing it this way makes you seem
like a Negative Nancy or — even worse — just plain dumb.

"Get some feedback before you make this automatic assumption," O'Donnell
suggests. Instead of saying the policy doesn't make sense to you, ask
why the company does it this way, the history behind it, and try to
understand the policy from the organization's point of view.

9) "My prior boss was clueless."
Maybe your previous boss was an idiot. But negative complaints and
comparisons are rarely welcomed, Kerrigan points out, and these kinds of
statements can be harmful to your professional brand and how you're
perceived. You're the one that's coming off as clueless.

"Your brand is your trademark, and it's built by consistency — good and
bad," she says. "Once established as bad, it's hard to change
perception. You need to build and maintain a positive brand — to be
memorable for the good."

10) "I'd like to invite you all to my church this Sunday."
Unless it has something to do with your job, you might consider bringing
the "never discuss politics or religion at the dinner table" rule to
your desk as well.

"These discussion aren't generally well received in a work environment,"
Randall says. "You may find coworkers shying away from you as Fridays
approach."

11) "In my opinion ..."
As a general rule of thumb, make "Ask, don't tell," your personal mantra for the day, O'Donnell suggests.

Unless asked, it's better to keep your opinion to yourself and see what your employers have to say about things first.

12) "What's the employee discount like?!"
Defer these kinds of questions to the policies and procedures manual, Randall says.

"Inquiring and asking for perks is so 'me, me me' — an unfavorable trait."

13) "Hey Donna, working hard or hardly working?!"
First of all, lame.

Second of all, while you may see other coworkers ribbing each other and think it's fine to join in — don't.

"They earned that level of casualness with each other ... you are not there yet," O'Donnell says.

"In the beginning, even though it may feel a little buttoned up for you,
you've got to be respectful, you've got to be polite, you've got to
prove to people that you're there to do a great job."

There's no guarantee this will lead you to the right job, but it can help steer you in the right direction.

We all have to start at square one -- but taking that first step toward a career is harder for some than others.

In fact, choosing the right path can be daunting for young new college
grads who are worried they don't have the right attitude or skills to
pursue certain careers — or are unsure of what they're really passionate
about or what they value most.

To help, Enhancv created an infographic that connects 10 common jobs with the personality traits that successful professionals in each field typically possess.

There's no guarantee this will lead you to the right job, but it can help steer you in the right direction:

What makes a great salesperson in 2015, especially as technology continues to become part of the job?

The sales profession has evolved over the years and looks different
than it did even a decade ago, let alone 20 or 30 years ago. Amidst
increased competition in the marketplace, salespeople today have to step
up to the plate and accept increased responsibilities or get left
behind. So, what makes a great salesperson in 2015, especially as
technology continues to become part of the job? I've outlined what I
believe are the top five traits:

1.They know client needs inside out.
Don't picture a door-to-door salesperson making the same sales pitch
over and over again, unaware of the audience he or she is selling to.
Today, you must dig far beneath the surface to unveil what a client
really needs. A great salesperson listens to understand a
client's needs. They will investigate what the client's pain points are,
what areas the client finds challenging and what keeps the client up at
night. They become experts at solving problems by researching their
clients and prospects, learning about their industry and business, and
identifying challenges they are currently facing — and also ones they
expect to encounter in the future.2.They take advantage of training opportunities. Great
software salespeople are acutely aware of how competitive it is in the
marketplace today. That's why they take every opportunity to become
subject-matter experts by familiarizing themselves with the products so
they can speak intelligently and propose meaningful solutions. As a recent BloombergBusiness article states: "Software sales pitches are becoming a lot less about golf and a lot more about products."3.They leverage technology, but maintain a personal touch.
Salespeople today have seemingly endless resources and top-of-the-line
technology at their fingertips ready to assist them with a sale. While
that is a great benefit in terms of empowering them to have intelligent
conversations backed by real-time data and insights, they know that
driving sales is not just about the tools and technology — customers
still want a human element behind the sales pitch.4.They're organized. As
the sales profession has become more complex, great salespeople are
able to keep up and position themselves to stay a step ahead. How? For
starters, investing time upfront to know all of their accounts and store
all of their information in a trusted CRM tool is key to setting
themselves up for long-term success.5.They don't sell — they advise. The best salespeople don't "sell."That
may sound like a contradiction at the surface level — after all, aren't
they considered successful only when they make sales and reach their
quotas? But that is an archaic way of thinking today; it doesn't take
into account the client's or prospect's best interests. Great
salespeople won't introduce themselves and in the same breath tell the
clients what they need. Instead, they become trusted advisers that
clients can call when they're looking for advice or best practices.
This
is an exciting time to be in software sales, and it's an especially
exciting time to be at CareerBuilder as we continue the rapid growth of
our global HR Software as a Service operation, and we want great people
to join our team.

Are you ready to graduate to the next step of a growing career? Or did your major put you in a tough spot?

While higher education once encouraged optimism and passion as
deciding factors in choosing a major, the Great Recession made a lot of
experts in education and staffing rethink how we prepare students for
the workforce. Especially when it's become clear that hard-to-fill
positions are stagnating our country's economic growth.

"The market is at a unique inflection point, and we need to make sure that we're educating workers to have 21st century skills for 21st century jobs," says Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation.
"While it's encouraging to see accelerated participation growth in
STEM-related college programs, the slowdown in overall degree
completions – especially those tied to developing strong communications
and critical-thinking skills – is concerning. Nearly half of employers
say they currently have job vacancies but can't find skilled candidates
to fill them. We need to do a better job informing students and workers
about which fields are in-demand and growing, and provide them with
access to affordable education and training, so the journey to a
high-skill job is an achievable one regardless of their socioeconomic
situation."

With that in mind, new research from CareerBuilder and Economic Modeling Specialists Intl shows
that nearly 500,000 more degrees were awarded in 2014 than in 2010, an
11 percent increase. What specializations and opportunities should
future graduates keep in mind as the next stage of their career begins?
What majors fare fading fast? Here are the college degrees growing and
declining post-recession.

College degrees with the most growthMore
than half of the top 10 broad programs leading the U.S. in degree
completion (2010-2014) were in STEM fields, known for the collection of
roles in science, technology, engineering and math. Those college
degrees with the most growth include:

Avoid letting your anxiety get the best of you with these seven pre-interview tactics.

You finally landed an interview for your ideal job. Now you find
yourself in the candidate holding tank five minutes before it all goes
down. Your insides are churning, heart-pounding, palms sweaty -- and
your brain seems incapable of reading its own resume. You tell yourself
to breathe, but nothing seems to help. Your name is called. The
interview is over before it began.

Anxiety is an interview
killer...and a common problem. Job seekers have every right to be
anxious about an impending interview. After all, the competition is
often killer and your livelihood could be at stake. But the last thing a
hiring manager wants is for you to be a bundle of nerves.
Avoid letting your anxiety get the best of you with these seven pre-interview tactics.

1. Have a game planA
day or two before your interview, scope out the company building. If
you're driving, find parking and learn exactly where you'll need to be
the day of the interview. On the day of, give yourself a generous amount
of time to arrive at the interview location and get settled. Note: This
doesn't mean showing up to the actual interview an hour early.
Use this time to take a walk to soothe your nerves or review your
answers to potential questions. Realizing there are factors prior to the
big interview that are completely within your control can help you gain
your composure.2. Engage in conversationThe day of
your interview, surround yourself with friends or family who make you
feel good about yourself. By engaging with people in positive
conversation throughout the day you'll be warmed up by the time you
reach your interview. A positive mood is infectious, and warming up your
voice beforehand will also help you articulate effectively when it's
time to answer questions.3. Boost your moodCreate a
playlist of songs that pump you up or give you confidence. If listening
to "Eye of The Tiger" on repeat makes you feel like you can accomplish
anything, then go for it. Or try listening to some stand-up comedy on
your way to the interview. A good belly laugh can ease anxiety and fear along with relieving stress.4. Fuel upThe
cliché is true: Eating a healthy breakfast kick-starts your brain and
elevates concentration and productivity throughout the morning. Include a
"brain food" like oatmeal or fruit in your morning meal and you'll have
even more of a mental edge when you're preparing for your big moment.5. Get movingExercising
a few hours before the interview will release endorphins that relieve
stress. Plus, it will give you some time to visualize yourself in
complete control of every single interview question while you conquer
the elliptical machine.6. VisualizeVisualizing
achievement can have a positive impact on the outcome of your
performance. Humans stimulate the same portion of the brain when they
visualize an action as when they are actually performing an action. So,
through use of positive imagery it's possible to prime your brain for a successful interview.7. Demystify the processIt
sounds cheesy, but the interviewer may be just as nervous as you are.
He or she may be understaffed and under pressure to fill a position
quickly. Remember, however, you were chosen for an interview after
proving yourself to be a viable candidate. Don't view the hiring manager
as the enemy – or as omnipotent. Instead, see him or her as an equal.
Demystifying the process can aid in soothing your interview anxiety.
Interviewing for any position can be a burdensome task. But don't fret,
if you find yourself feeling overwhelmed before your interview, it is
possible to re-gain control over your nerves. Set aside ample time to
prepare beforehand to build confidence.

Because you should feel prepared when the tables turn.

By Dylan Roach and Jacquelyn Smith
You're in the hot seat. You've just answered a dozen questions about
yourself and successfully explained why you'd make a great addition to
the team. You crushed it and you're feeling good.

But then the interviewer turns the tables and asks one final question: "So do you have any questions for me?"

You say, "no, not that I can think of," or ask something that could have
easily been answered with a quick Google search — and just like that,
everything falls apart.

EMSI analyzed the food manufacturing industry in each state, as well as in the150 largest metropolitan areas around the country.

When we think of regions where the economy is driven by food, most of
us think of cornfields in Iowa, apple orchards in Washington and dairy
farms in California. But a lot of the economic activity around food
actually occurs after it is picked from the ground or milked from a cow.
Food manufacturing, which turns livestock and agricultural products
into other products for consumption, is responsible for Green Bay's
cheese and Seattle's coffee. This industry made up nearly 1.5 million
wage-and-salary jobs in the United States in 2014—about three times the
number of crop production jobs—making it a significant employer.
But where are food manufacturing jobs located? Where do they make up
the largest share of local economies? Where are food manufacturing
earnings the highest? The lowest? (Hint: Earnings have a
wide range!)
To answer these questions, EMSI analyzed the food manufacturing industry in each state, as well as in the
150 largest metropolitan areas around the country.
CLICK HERE TO VIEW AN INTERACTIVE MAP

By metro

In
the metro map above, large bubble sizes indicate high job counts,
showing that food manufacturing has a significant presence in the local
workforce. But since job counts tend to favor the largest metros, they
don't always produce interesting analyses. Chicago, New York, and Los
Angeles have the largest food manufacturing workforces, despite the fact
that food manufacturing only accounts for about 1 percent of jobs in
these metros.
But take a look at the blue bubbles, which indicate that food
manufacturing has a high share of the local economy. These metros have
lower job counts because their overall workforces are smaller, but food
manufacturing is nonetheless important to the region.
Let's take a closer look at food manufacturing in these five metros.
Here are some takeaways from this data:

The Fayetteville-Springdale-Rogers metro has the highest
share of food manufacturing out of all 150 metros. Out of the five
metros with high shares, Fayetteville also has the highest job count in
this industry.

Visalia-Porterville is the only metro out of
these five where the food manufacturing industry has seen significant
growth in the last five years. In fact, in three of the five metros,
this industry is declining.

Despite the "Cheese Heads," Green
Bay's largest employing subindustry in food manufacturing is not cheese
manufacturing, although it is very close behind (1,858 jobs in animal
slaughtering, 1,829 jobs in cheese manufacturing).

In Modesto
and Visalia-Porterville, food manufacturing jobs pay on average higher
earnings than the average for all industries in these regions (average
earnings per job* for all industries in Modesto: $52,593; in
Visalia-Porterville: $45,269).

By state

Food manufacturing has the greatest share of state economies in the
Midwest and the South, although it is also prominent in Alaska, Delaware
and Idaho. But, in all honesty, food manufacturing doesn't make up a
huge share of any state's economy (Arkansas' share is the highest at 3.7
percent).
Still, half of the states that have higher shares of their economies in
food manufacturing (appearing in blue in the above map) are also among
the states where the average earnings per job for food manufacturing is
higher than the average earnings overall. These states include Idaho,
Iowa, South Dakota, Wisconsin and Kansas. In some cases—
Idaho,
for example—the combined higher-than-average pay and large share of the
economy may be enough to indicate that food manufacturing is a driver
industry for these states.
Here's the list of all 13 states where food manufacturing jobs pay
better than the average earnings. (Keep in mind that, in contrast, food
manufacturing jobs pay worse than average in 37 states):
Since food manufacturing jobs are adding higher-than-average wages to
these economies, it's great news that this industry is growing in all 13
of these states (even if, in the case of Iowa, it is growing only
slightly). In Vermont, food manufacturing jobs have grown a whopping 27
percent, which is exciting news since the industry pays on average
$2,600 more per job than average.
New Hampshire has the highest average food manufacturing earnings per
job out of all states at $67,358. And they should count themselves
lucky, especially in comparison to Mississippi's $36,707 average
earnings per job in food manufacturing—the lowest in the nation.
*Average earnings per job includes wages and salaries, plus
supplemental compensation such as bonuses, stock options, and
contributions to 401(k) plans, for all jobs in a specific metro or
industry. Because EMSI includes non-wage/salary compensation, EMSI's
industry earnings numbers should not be treated as "average salary."
They are generally higher than average salary by industry numbers that
may come from other sources.